Not all recruitment and applicant tracking systems are created equal
Hiring hourly workers is an important task for any organization, but with so many applicants to screen and limited resources, it can be challenging to find the right fit. An applicant tracking system (ATS) can simplify this process and make it more efficient for recruiters, while also providing a better experience for candidates. Here’s an overview of the key features to look for in an ATS, particularly around hiring hourly workers, and guidance on how to choose the best hiring platform for your business.
The differences between hiring salaried versus hourly workers
Hiring for hourly roles and salaried roles are two distinct processes that require different considerations and approaches. A common approach to many talent acquisition strategies is to hire all workers the exact same way. Yet a blanket hiring process for all types of roles may not be the best option. When it comes to hiring specifically for hourly or blue collar roles, it is crucial to understand the specific needs and demands of an hourly position. Understanding the differences between the two can help organizations to make informed decisions when it comes to hiring and selecting the right candidates.
Hourly roles are typically skills-based positions that are paid based on the number of hours worked. These jobs may include retail sales associates, fast food workers, or customer service representatives. Hiring for hourly roles often involves high volume and time-sensitive processes, with a need for quick turnaround time and cost-effectiveness. In many cases, hourly workers are brought on to fill short-term or seasonal needs, so it’s important to consider factors such as flexibility and availability when selecting candidates.
On the other hand, salaried roles are typically higher-level positions that are paid a set amount, regardless of the number of hours worked. These jobs may include managers or executives. Hiring for salaried roles is often a more strategic and thoughtful process, with a focus on finding candidates who have the right skills, experience, and cultural fit for the organization. Salaried positions often involve longer-term commitments, so it’s important to carefully assess a candidate’s potential for growth and development within the organization.
Talent acquisition teams and recruiters need to be aware of the unique challenges of hourly hiring and find a solution that addresses them effectively. Understanding these differences can help organizations to make informed decisions when it comes to hiring and selecting the right candidates for each role. Whether it’s through an ATS or a combination of hiring tools, recruiters must ensure they have the right resources in place to manage the high volume of applicants and create a positive experience for candidates throughout the hiring process.
What is an applicant tracking system and how does it work?
An applicant tracking system (ATS) is a software application designed to manage the recruitment process, from job posting to applicant screening, interviewing, and hiring. It streamlines the hiring process, making it easier for recruiters to manage a large volume of applicants, and provides a better candidate experience by automating repetitive tasks and providing real-time updates.
There are two types of applicant tracking systems: a Corporate ATS and a Labor ATS. A Corporate ATS is designed for traditional salaried positions and is optimized for longer hiring cycles, while a Labor ATS is better used for hourly and shift-based positions and optimized for speed.
At Fountain, we believe that the best hiring platform should be geared specifically to hourly workers. When choosing an Labor ATS, it’s important to look for certain key features, including:
- Job posting and applicant tracking: The ability to post jobs on various job boards that reach your intended applicant audience
- Automated qualification screening: The ability to quickly screen applications and rank candidates based on qualifications and skills
- Scheduling and interview management: The ability to schedule and manage interviews with candidates
- Communication tools: The ability to communicate with candidates, hiring managers, and other recruiters in real time
- Compliance and reporting: The ability to track and comply with local, regional and national hiring regulations
- Mobile-first accessibility: The ability to access the system from any device, anywhere, at any time
Benefits of using a Labor ATS for hourly hiring
A Labor ATS provides numerous benefits for recruiters looking to streamline their hourly worker hiring process.
One of the primary benefits is the user-friendly interface, which makes it easier for recruiters to manage a large volume of applicants. With a Labor ATS, recruiters can save time by automating repetitive tasks such as resume screening, candidate ranking, and scheduling interviews.
Another benefit of a Labor ATS is the mobile-friendly technology, which increases applicant engagement and makes it easier for candidates to apply for jobs from anywhere, at any time. This is especially important for hourly workers who may not have access to a computer or may be working jobs with outside of normal business hours.
In addition to these benefits, a Labor ATS also provides reporting and analytics capabilities, which can help recruiters make data-driven decisions and evaluate the success of their hiring strategies. With the ability to track key metrics such as time-to-hire, cost-per-hire, and applicant source, recruiters can continually improve their hiring process and make better use of their resources.
Using a Labor ATS can lead to higher quality hires, improved efficiency, and reduced costs. With an automated screening and selection process, recruiters can more easily identify the best candidates and make better hiring decisions. And by streamlining the hiring process and reducing the time and resources required to find and hire hourly workers, recruiters can save their organization money and improve their bottom line.
How to evaluate and select the right Labor ATS for your organization
Evaluating ATS providers is an important step in finding the right solution for your organization’s hourly worker hiring needs. Here are some common things to incorporate into your assessment when implementing a new ATS.
Research potential providers
Every new tool starts with research. Whether you decide to use review sites, analyst reports, or even a referral from a friend, take time to analyze the features and capabilities the ATS offers.
Request a demo
To get a better sense of how a Labor ATS might fit into your specific circumstances, start by requesting demos and product trials to see how it works in real-life situations. Make sure you take the time to ask questions and get a feel for the vendor’s level of customer support and services, learn how the ATS might integrate with your current technology stack, and gauge whether they can address your pain points.
Read customer reviews and testimonials
Any good Labor ATS provider will offer comprehensive support, including training and ongoing customer success, to ensure that you can get the most out of their product. Read customer reviews and testimonials to get a sense of the provider’s reputation, and look for a provider that has a strong track record of supporting their customers. If possible, see if you can speak with one of their customers.
Validate integrations
Make sure the ATS integrates with your current tech stack. An ATS that integrates with your existing HRIS and payroll systems will help streamline the hiring and onboarding processes, reduce the risk of errors, and improve the overall efficiency of your organization. Ask about the ATS’s integration capabilities and whether it is compatible with your current systems.
How to maximize implementation to create your best hiring platform
Implementing a Labor ATS is an exciting and important step in streamlining your hourly worker hiring process. This can be a significant change, but with the right preparation and planning, it can be a successful and positive experience for your organization. To ensure a smooth transition, it’s important to have a plan in place and take steps to prepare your recruiters and candidates for the change.
One way to ensure a smooth transition is to provide training to your recruiters on how to use the new system. This will help them feel comfortable and confident using the ATS, and will also help to ensure that they are using the system correctly and effectively. Consider hosting training sessions or webinars to provide step-by-step instruction and answer any questions your recruiters may have.
Another thing to keep in mind is how to subtly train candidates to use the new system. Providing clear messaging and information on how to apply for jobs, and how to receive updates and communication from your organization will help to make applying to roles as seamless as possible.
Finally, it’s important to continuously monitor and optimize the ATS once it has been implemented. Regularly reviewing usage and performance data can help you identify areas for improvement, and allow you to make changes that will improve the efficiency and effectiveness of your hiring process. Additionally, consider asking for feedback from your recruiters and candidates to see how the ATS is working for them, and make changes as needed to ensure that it is meeting their needs and expectations.
Prepare for the future and build the ideal recruitment platform
The importance of improving the hiring process for hourly workers cannot be overstated. A well-designed and well-implemented Labor ATS can help streamline the hiring process, reduce errors, and improve the overall efficiency of your organization. It can also help create a positive candidate experience, which is essential for attracting and retaining top talent. Improving the hiring process for hourly workers is a smart investment that will pay off in the long run, and by taking action today, you can be well on your way to success.
If you’re interested in learning more, Fountain is optimized for hiring high volumes of hourly workers, enabling an applicant experience backed by an automated workflow that is specific to role and location. See Fountain in action by requesting a demo.
